Question 1

The international trade secretariats have had tremendous success.

Accepted Answer

A) True 
 B)False

Question 2

An expatriate's base salary normally varies from the base salary for a similar position in the home country.

Accepted Answer

A) True 
 B)False

Question 3

What is the most important advantage of using a geocentric staffing policy?

Accepted Answer

A)  It enables the firm to build a cadre of international executives who feel at home working in a number of cultures. 
B)  It may be less expensive to implement than other policies,reducing the costs of value creation. 
C)  The higher pay managers on an international fast track enjoy is a source of inspiration within a firm. 
D)  It reduces the need for futile and time consuming documentation. 
A)  It enables the firm to build a cadre of international executives who feel at home working in a number of cultures. 
B)  It may be less expensive to implement than other policies,reducing the costs of value creation. 
C)  The higher pay managers on an international fast track enjoy is a source of inspiration within a firm. 
D)  It reduces the need for futile and time consuming documentation.

Question 4

A firm using a polycentric staffing policy:

Accepted Answer

A)  is less likely to suffer from cultural myopia. 
B)  seeks the best people for key jobs throughout the organization,regardless of nationality. 
C)  will most likely follow an ethnocentric strategy. 
D)  is likely to have improved communication between host-country managers and parent-country managers. 
A)  is less likely to suffer from cultural myopia. 
B)  seeks the best people for key jobs throughout the organization,regardless of nationality. 
C)  will most likely follow an ethnocentric strategy. 
D)  is likely to have improved communication between host-country managers and parent-country managers.

Question 5

A seminal study,R.L.Tung,revealed that for European firms,the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

Accepted Answer

A) True 
 B)False

Question 6

A geocentric approach tends to weaken local responsiveness.

Accepted Answer

A) True 
 B)False

Question 7

Practical training is:

Accepted Answer

A)  provided to foster an appreciation for the host country's culture. 
B)  aimed at helping expatriates improve their communication skills. 
C)  aimed at helping expatriate managers to build relationships in the host-country. 
D)  aimed at helping the expatriate manager and family ease themselves into day-to-day life in the host country. 
A)  provided to foster an appreciation for the host country's culture. 
B)  aimed at helping expatriates improve their communication skills. 
C)  aimed at helping expatriate managers to build relationships in the host-country. 
D)  aimed at helping the expatriate manager and family ease themselves into day-to-day life in the host country.

Question 8

A manager might be sent on several foreign postings over a number of years to build his/her cross-cultural sensitivity and experience as part of a management development program.

Accepted Answer

A) True 
 B)False

Question 9

Base pay in most firms is set with regard to global market conditions.

Accepted Answer

A) True 
 B)False

Question 10

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a formal management network.

Accepted Answer

A) True 
 B)False

Question 11

In a seminal study,R.L.Tung found that for Japanese multinationals,the biggest impediment to expatriate success was:

Accepted Answer

A)  the inability of the spouse to adjust. 
B)  inadequate compensation. 
C)  the manager's inability to cope with larger overseas responsibilities. 
D)  the lack of adequate technical training. 
A)  the inability of the spouse to adjust. 
B)  inadequate compensation. 
C)  the manager's inability to cope with larger overseas responsibilities. 
D)  the lack of adequate technical training.

Question 12

A geocentric staffing policy seeks the best people for key jobs throughout the organization,regardless of nationality.

Accepted Answer

A) True 
 B)False

Question 13

If a company recruits host-country nationals to manage subsidiaries while parent-country nationals occupy key positions at corporate headquarters,the firm is following a(n):

Accepted Answer

A)  polycentric staffing policy 
B)  ethnocentric staffing policy 
C)  geocentric staffing policy 
D)  internal staffing policy 
A)  polycentric staffing policy 
B)  ethnocentric staffing policy 
C)  geocentric staffing policy 
D)  internal staffing policy

Question 14

Expatriate managers who have perceptual ability tend to treat foreign nationals as if they were home-country nationals.

Accepted Answer

A) True 
 B)False

Question 15

A firm with an ethnocentric staffing policy will fill all key management positions with parent-country nationals.

Accepted Answer

A) True 
 B)False

Question 16

The international trade secretariats (ITS)have had virtually no real success.Which of the following is NOT a cause of the ITS's ineffectiveness?

Accepted Answer

A)  National unions compete with each other to attract investment from international businesses. 
B)  The structure and ideology of unions tend to vary significantly from country to country. 
C)  Organized labor has had only limited success in its efforts to get national and international bodies to regulate multinationals. 
D)  The codes of conduct developed by International Labor Organization and the Organization for Economic Cooperation and Development prevented the ITSs from exercising absolute power. 
A)  National unions compete with each other to attract investment from international businesses. 
B)  The structure and ideology of unions tend to vary significantly from country to country. 
C)  Organized labor has had only limited success in its efforts to get national and international bodies to regulate multinationals. 
D)  The codes of conduct developed by International Labor Organization and the Organization for Economic Cooperation and Development prevented the ITSs from exercising absolute power.

Question 17

Discuss the reasons why expatriate managers fail to complete their foreign assignment.Do

Accepted Answer

The question of why expatriates fail to

Question 18

What is cultural toughness?

Accepted Answer

Mendenhall and Oddou identified four dim

Question 19

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Accepted Answer

A)  Cultural relativism 
B)  Internal documentation 
C)  Unintentional bias 
D)  Others-orientation 
A)  Cultural relativism 
B)  Internal documentation 
C)  Unintentional bias 
D)  Others-orientation

Question 20

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings.This dimension refers to the:

Accepted Answer

A)  expatriate's self-esteem,self-confidence,and mental well-being. 
B)  expatriate's ability to interact effectively with host-country nationals. 
C)  expatriate's ability to understand why people of other countries behave the way they do. 
D)  relationship between the country of the assignment and how well an expatriate adjusts to a particular posting. 
A)  expatriate's self-esteem,self-confidence,and mental well-being. 
B)  expatriate's ability to interact effectively with host-country nationals. 
C)  expatriate's ability to understand why people of other countries behave the way they do. 
D)  relationship between the country of the assignment and how well an expatriate adjusts to a particular posting.

The international trade secretariats have had tremendous success.

An expatriate's base salary normally varies from the base salary for a similar position in the home country.

What is the most important advantage of using a geocentric staffing policy?

A firm using a polycentric staffing policy:

A seminal study,R.L.Tung,revealed that for European firms,the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

A geocentric approach tends to weaken local responsiveness.

Practical training is:

A manager might be sent on several foreign postings over a number of years to build his/her cross-cultural sensitivity and experience as part of a management development program.

Base pay in most firms is set with regard to global market conditions.

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a formal management network.

In a seminal study,R.L.Tung found that for Japanese multinationals,the biggest impediment to expatriate success was:

A geocentric staffing policy seeks the best people for key jobs throughout the organization,regardless of nationality.

If a company recruits host-country nationals to manage subsidiaries while parent-country nationals occupy key positions at corporate headquarters,the firm is following a(n):

Expatriate managers who have perceptual ability tend to treat foreign nationals as if they were home-country nationals.

A firm with an ethnocentric staffing policy will fill all key management positions with parent-country nationals.

The international trade secretariats (ITS)have had virtually no real success.Which of the following is NOT a cause of the ITS's ineffectiveness?

Discuss the reasons why expatriate managers fail to complete their foreign assignment.Do

What is cultural toughness?

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings.This dimension refers to the:

Globalization

National Differences in Political Economy

Political Economy and Economic Development

Differences in Culture

Ethics in International Business

International Trade Theory

The Political Economy of International Trade

Foreign Direct Investment

Regional Economic Integration

The Foreign Exchange Market

The International Monetary System

The Global Capital Market

The Strategy of International Business

The Organization of International Business

Entry Strategy and Strategic Alliances

Exporting, Importing, and Countertrade

Global Production, Outsourcing, and Logistics

Global Marketing and RD

Accounting and Finance in the International Business

Filters

Exam 19: Global Human Resource Management

The international trade secretariats have had tremendous success.

An expatriate's base salary normally varies from the base salary for a similar position in the home country.

What is the most important advantage of using a geocentric staffing policy?

A firm using a polycentric staffing policy:

A seminal study,R.L.Tung,revealed that for European firms,the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

A geocentric approach tends to weaken local responsiveness.

Practical training is:

A manager might be sent on several foreign postings over a number of years to build his/her cross-cultural sensitivity and experience as part of a management development program.

Base pay in most firms is set with regard to global market conditions.

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a formal management network.

In a seminal study,R.L.Tung found that for Japanese multinationals,the biggest impediment to expatriate success was:

A geocentric staffing policy seeks the best people for key jobs throughout the organization,regardless of nationality.

If a company recruits host-country nationals to manage subsidiaries while parent-country nationals occupy key positions at corporate headquarters,the firm is following a(n):

Expatriate managers who have perceptual ability tend to treat foreign nationals as if they were home-country nationals.

A firm with an ethnocentric staffing policy will fill all key management positions with parent-country nationals.

The international trade secretariats (ITS)have had virtually no real success.Which of the following is NOT a cause of the ITS's ineffectiveness?

Discuss the reasons why expatriate managers fail to complete their foreign assignment.Do

What is cultural toughness?

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings.This dimension refers to the:

Globalization

National Differences in Political Economy

Political Economy and Economic Development

Differences in Culture

Ethics in International Business

International Trade Theory

The Political Economy of International Trade

Foreign Direct Investment

Regional Economic Integration

The Foreign Exchange Market

The International Monetary System

The Global Capital Market

The Strategy of International Business

The Organization of International Business

Entry Strategy and Strategic Alliances

Exporting, Importing, and Countertrade

Global Production, Outsourcing, and Logistics

Global Marketing and RD

Accounting and Finance in the International Business

Filters